Show me the Money!
Last week we discussed some basic recruitment techniques and this week we will look at the money incentives. I have also decided to do a third column on recruitment next week for ‘creative’ programs that are out there…
Specifically today we will look at LOSAP plans, pay per call, and tax incentives. To start off, I will admit I’m biased. When it comes to the three plans we are looking at today, I am not sure any of them work. I will give them the benefit of the doubt though.
Length of service programs, or LOSAP programs tend to be a retirement program based upon ‘points’. Points are awarded for responses, meeting, drills, fundraisers, and just about any other category you can think of. (This varies by department.) Some LOSAP programs put a set amount in a retirement account each year, while others give you a certain amount every year after you retire…
LOSAP programs are great because they leave a lasting impression when you retire. The downside is, it is hard to show members that they are getting something when it is just an account balance rather then quick money. The other downside is that determining the results is tough. With the amount of points and categories, the paperwork is overwhelming.
The East Whitehouse Fire Department submitted their LOSAP plan to VolunteerFD.org. (http://www.volunteerfd.org/recruit_display.php?did=1105) Their system is based off of points, but they have not yet gotten results from it. Many of the departments I have spoken with have the same to say, and that it is hard to track positive results.
Tax incentive programs usually work on a similar model as LOSAP programs. Some programs just require call responses, while others require drill and meeting attendance. The concept is simple. Meet the requirements, and the town gives you a tax abatement. The nice thing is, that after debate, the IRS no longer considers this as ‘income’. The downside is that many of your members may not have enough property to take advantage of the abatement. (Think of the members who still live with their parents and own a $500 car. J)Tax abatements get more ‘bang for your buck,’ and are also easier to get approved by the town.
The Wethersfield Volunteer Fire Dept submitted their tax abatement program to VolunteerFD.org (http://www.volunteerfd.org/recruit_display.php?did=62) Their program includes a $1000 tax abatement and $500 pension Contribution for firefighters who meet minimum requirements for alarms, drills and meetings. Their program is unique in that it is a combination of LOSAP and tax abatement.
One of the options for both tax abatement and LOSAP programs is counting attendance based upon availability. In order to take in consideration our members work schedules, you can track calls based upon when they are available. Most computer tracking programs have an availability module and using it levels the playing ground. After all, these programs are supposed to be incentives.
The easiest way to do an incentive program is the “pay per call” set up. This is simply a fixed amount for each call that a member responds to. It is easy to track, and has the benefit of being a direct cash hand out for participation.
The Horatio Volunteer Fire Department offers their members $5 per call. (http://www.volunteerfd.org/recruit_display.php?did=833) This program is combined with a retirement program, and while it does pay for ‘odds and ends’ it rarely adds members.
There are many other financial incentive programs out there, but they end up being some type of combination of the above. Results are mixed. While it is nice to be rewarded for being a volunteer, the bottom line is, we are still volunteers.
When you start any incentive program, the hard part is keeping everyone happy. If you are doing a retirement program, what about the ‘elder’ members who already gave 50+ years? What happens when a member is one call short? Then if you make an exception for that member, how about the person who is two calls short?
Where does it end? Anyone who has started an incentive program knows the pitfalls. Once a program is started, what happens when it goes away? Then it becomes a disincentive.
I am not saying that all incentive programs are bad, they just need to have thought put into them. Next week we will look at alternatives and ‘advanced’ recruitment options. Sometimes throwing money at a situation will just make it worse. But then again, I love getting my incentive check at the end of the year. The only problem is, I would volunteer just as much without it.